(A) The executive officer, or his or her designee, should evaluate each department head on an annual basis. The date of each evaluation shall be determined by the executive officer.
(B) All completed performance evaluations shall be kept in the personnel file in the Clerk-Treasurer’s Office.
(C) All other full-time employees may be evaluated by the department head on an annual basis as determined by the executive officer or his or her designee.
(D) Part-time employees and program instructors may be evaluated on an annual basis as determined by the department head.
(E) Performance appraisals, when written, shall include an employee’s performance, efficiency, and dependability appraisal during the previous year. Appraisals may be used in determining promotions, demotions, terminations, and rehiring.
(F) Performance appraisals will be discussed between the employee and the evaluator shortly after the written evaluation is prepared. An employee may submit a written response to the evaluator.
(G) The intent of performance evaluations is to determine whether an employee is maintaining an acceptable level of performance, and as an instrument to correct employee deficiencies in performance. Although the specific intent of the section is not to use performance evaluations for the sole purpose of disciplining employees, it may be used as a basis for disciplining employees; it may be used as a basis for disciplinary action if the employee repeatedly fails to maintain an acceptable level of performance.
(Ord. 2013-7, passed 8-28-2013)